Two blacks applied for part-time jobs as waiters in a local supper club
while they attended college. The owner of the establishment had asked the
college placement service for referrals, but he refused to employ the complainants
in the jobs as waiters since they would be "meeting the public".
The commission (in making a finding of "probable cause") determined
from its investigation that there was no other basis for the decision not
to employ the complainants. In the conciliation session with the commission,
the owner stated that he would offer them an opportunity to work at the
first opening. Subsequently, the complainants have in fact worked there
as waiters.

Affirmative action in recruiting minority employees

The federal Equal Employment Opportunity Commission charged a company, which
was doing business in several states including Iowa, with "maintaining
discriminatory hiring and recruitment practices, which operate to exclude
Negro and other minority group workers from employment". Pursuant to
section 706 (b) of the U. S. Civil Rights Act of 1964, the E.E.O.C. deferred
the complaint to this commission for investigation and disposition. The
commission investigation disclosed that the plant in Iowa at that time had
an American Indian in its full- time employ, and that a black part-time
employee had recently quit. The company professed to be interested in recruiting
qualified minority employees, but explained that there are few minorities
living in that city or in the surrounding geographical area. Although making
a finding of "no probable cause", the commission
secured the cooperation of the company to pursue an affirmative action recruitment
program. Moreover, the company periodically sends to the commission reports
on its disposition of job applications from members of minority groups.
Subsequently, one Negro has been hired.

Black to be considered for city employment at next opening

A Negro was passed over several times in his attempt to gain employment
with either the (local) city waterworks or sewerage departments. The commission
investigation demonstrated that the individual was qualified for a job in
either department (as he held a certificate from the State Health Department
as a wastewater treatment plant operator, and a diploma from a technical
school in water and sewerage treatment); and that he had followed the ordinary
procedures or channels in obtaining employment of this sort. Apparently,
the reluctance in hiring the complainant stemmed primarily from one unfavorable
oral recommendation, even though all of the written recommendations in his
city civil service personnel file were clearly favorable. A more comprehensive
background check by the commission also disclosed a favorable overall record
by this individual. In light of this additional information, the agencies
have each agreed to give the applicant full and equal consideration for
the next opening in his area of training.

Indian family moves into housing of its choice

An American Indian -- upon arriving in town with his family from Nebraska
to assume his new job -- answered on the telephone an ad in the local newspaper
regarding a house for rent. However, when he went to see the house the owner
said that he did not rent to Indians. In preliminary contact with the owner
on that same day, a commissioner convinced the owner that he was acting
illegally and consequently that a formal complaint would be forthcoming
if he did not rent the house to the aggrieved party. Moreover, the commissioner
attempted to allay the unfounded fears or prejudices that the owner held
indiscriminately against Indians generally -- and (in conjunction with the
complainant's boss) even made a personal guarantee of the first month's
rent. With the owner thus satisfied, the family moved in immediately.

Local educational association's discriminatory housing list corrected

It came to the commission's attention in a file matter that a local educational
association was maintaining for incoming school employees a list of available
housing -- that included such discriminatory standards for renting as 'no
colored', 'Negroes accepted', or 'colored only'. In conversations with commission
personnel, the executive director of the education association agreed to
delete all discriminatory listings, and to report to the commission any
persons requesting the association to make a discriminatory listing.

Whites with black friends not evicted from apartment

Two young white ladies received a thirty-day eviction notice, apparently
because they entertained blacks in their apartment. They allegedly were
told by the manager that the owner did not rent to blacks, and that he did
not want "them around all the time". The manager denied that discrimination
was involved in the eviction, and pointed to other reasons (e.g. messy apartment,
excessive noise, and keeping late hours) -- none of which could be substantiated
by the other tenants or by inspection. In the conciliation agreement, the
owner agreed to let the young ladies remain in their apartment -- as long
as they abided by the general (legitimate) rules followed by everyone else
in the apartment building. Moreover, he promised that the complainants would
not be harassed or intimidated in any way.

Blacks served in tavern at regular prices

Several blacks complained that they were charged one dollar each for a bottle
of beer in a local tavern, while the regular price was only forty cents.
The tavern owner-operator attempted to justify her actions by saying that
she deliberately overcharged the complainants (who, she thought, might be
troublemakers) to discourage them from becoming customers. Finally realizing
that her actions were illegal (in that she applied different standards to
blacks than to whites), she signed a conciliation agreement. In it, she
agreed to provide service on a nondiscriminatory basis, and stated that
the complainants are welcome whenever they desire to patronize her establishment.
She noted that she had no objection to serving anyone "so long as they
act properly and do not cause difficulty". This is all that the civil
rights law and commission require. She has advised the commission that she
subsequently has served a number of blacks, whom she named.

Black bowling league secures time period

A black women's bowling league filed a formal complaint after it was unable
to secure a time period at three different bowling alleys. This league had
bowled the previous year, thus making them eligible for a reserved "prime"
time period at the same alley. When a suitable time could not be obtained
there, the ladies tried unsuccessfully at two other lanes to find a time
period. In the conciliation session in which this commission worked with
the local commission, the ladies of the league were able to find a time
suitable to their needs at one of the lanes -- after an apparent breakdown
in communications, between the alley owner and an employee, was corrected.
This commission then deferred to the local commission the formal complaints
against the other two alleys for further investigation -- including the
taking of remedial steps to ensure that mixups (such as misinformation and
conflicting information about the availability of time periods) do not reoccur
in the future. If the subsequent action by the local commission is considered
to be inadequate, then this commission will reactivate its investigation.
At the time of this writing, the local commission is acting on those two
complaints, and this commission has of yet not felt the need to involve
itself again.